Mercer | Comptryx

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Today's accelerated digital transformation is bringing unprecedented demand for technology jobs and expertise. Keeping up with the blistering pace of change all while understanding the ins and outs of your workforce is challenging.

Mercer | Comptryx, a premier online solution focused on the highly competitive tech industry of today, provides international job benchmarking for a wide array of positions – both tech and non-tech.

Use the rich database to explore beyond compensation. Measure your workforce metrics against your competitors’ in areas like turnover, gender, ethnicity, new hire rates, and more. Reporting quarterly data in over 90 countries for the tech industry and numerous business critical functions, such as cybersecurity, (IoT), data analytics, software and cloud engineering, design an attractive compensation offering to compete in today’s market.

Join the 900+ Mercer | Comptryx subscribers and unlock the crucial insights on global pay and workforce metrics data you need for your tech and non-tech roles. Hear from one client directly.

Today's accelerated digital transformation is bringing unprecedented demand for technology jobs and expertise. Keeping up with the blistering pace of change all while understanding the ins and outs of your workforce is challenging.

Mercer | Comptryx, a premier online solution focused on the highly competitive tech industry of today, provides international job benchmarking for a wide array of positions – both tech and non-tech.

Use the rich database to explore beyond compensation. Measure your workforce metrics against your competitors’ in areas like turnover, gender, ethnicity, new hire rates, and more. Reporting quarterly data in over 90 countries for the tech industry and numerous business critical functions, such as cybersecurity, (IoT), data analytics, software and cloud engineering, design an attractive compensation offering to compete in today’s market.

Join the 900+ Mercer | Comptryx subscribers and unlock the crucial insights on global pay and workforce metrics data you need for your tech and non-tech roles. Hear from one client directly.

Ready to get started?

Contact us to learn more about:

  • The dataset and modules
  • Market coverage
  • Participation and pricing

Please contact us to schedule a demo and get a quote using the button below.

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Individuals or companies using Mercer data for consulting services or commercial purposes are subject to different rates.

For additional details on Mercer | Comptryx, please download the brochure.

  • Sub TitleGlobal data you need to attract and retain key talent
  • Ordering TypeHard Copy and Online Access
  • IsOrderingSetNo
  • Enable ParticipationTurn off
  • Compensation GridShow
  • Short DescriptionThis 4-in-1 industry-bencmarking tool provides crucial insights on global pay and workforce metrics data, helping your talent strategy outshine your competitors.
  • RegionGlobal
  • CounterPart_SKUSKU_222
  • Enable WidgetsYes
  • widget1Publications ~ Quarterly [[icon-calendar]]
  • widget2Counties ~ 120+
  • widget3Organizations ~ 900+
  • widget4Observations ~ 5.3 Million+
  • Enable Home Page DisplayDo Not Show

Product Highlights

Get instant and quarterly updated market data for the tech industry comprising specific roles as well as cross-functional jobs using a globally consistent framework that includes executive, management, professional, and support levels.

Compensation data; total cost to company components:

  • Base salary
  • Fixed base, including country allowances
  • Fringe benefits (includes statutory and non-statutory contributions)
  • Long-term incentive awards
  • Short-term incentives — actual and target
  • Total cash — actual and target
  • Total direct compensation

Key workforce metrics:

  • % Male vs % female, % female, wage gap
  • Employee ethnicity
  • Employee tenure
  • Management span of control
  • New hire rates
  • Promotion rates
  • Retention rate
  • Revenue per full time employee (FTE)
  • Turnover — total and voluntary

Refine your search using database cuts by geography (country and city levels), industry segment, company size, and much more!

Industry Sectors Reported

  • Aerospace/defense
  • Computer/hardware
  • Consumer tech
  • Electronics
  • FinTech
  • Internet/E-commerce
  • Networking
  • Professional services/outsourcing
  • Semiconductor
  • Software/SaaS
  • Telecommunications

Featured Business-Critical Functions

  • Algorithm engineering
  • Cloud services
  • Consulting
  • Cybersecurity
  • Data storage engineering
  • Digital/social
  • Outsourcing
  • Software engineering – apps, UI, and mobile
  • Web design/development
  • More!

Additionally, workforce characteristics, talent flow, and compensation dashboards get instant insights into hiring rates, top performers, promotions, and much more.

With the module on labor cost modeling and the Geo salary differential calculators, you can design virtual organizations on the fly and estimate payroll costs in locations around the world.

  • Are we working in the most affordable locations?
  • What is our average global total labor cost? Per country? Per region?
  • What markets represent the lowest total labor costs to the company?

Mercer | Comptryx offers users the capability of analyzing the vast array of pay elements (base salary, total cash, etc.) and workforce metrics (turnover, hiring, promotion rates, etc.) in the online reporting tool. The analysis is available for market pay/metrics data and your own data and can be separated into multiple categories to visualize differences in data trends.

Trending functionality allows up to a 5-year historical analysis of pay elements for key jobs and changes in workforce composition. Trend analysis benefits for your organization include:

  • Workforce planning – How is the workforce composition of technology companies changing? Is our corporate goal of transitioning R&D staff to more affordable locations being realized? Has our average pay globally decreased as a result?
  • “Talent Traction,” turnover, and hiring – Has our strategy to tailor our compensation to better retain talent in key roles resulted in decreased turnover in the years since these programs have been implemented? Are our hiring vs. turnover rates changing in a predictable way that supports our headcount targets? How does our pace of attracting and retaining talent compare with that of our peers?
  • Age/generational analysis – Are there pockets in our population where a significant number of staff are trending closer to retirement age? Given that our management staff continues to comprise much younger employees as compared to the market, do we have enough experience in our management ranks to lead the company effectively?
  • Effectiveness of diversity programs – Has female representation changed in various roles/jobs in locations across the globe? Is the wage gap closing in our organization on a job-by-job and country-by-country basis? How effective have our diversity programs been relative to those of our peers?

Product Highlights

Get instant and quarterly updated market data for the tech industry comprising specific roles as well as cross-functional jobs using a globally consistent framework that includes executive, management, professional, and support levels.

Compensation data; total cost to company components:

  • Base salary
  • Fixed base, including country allowances
  • Fringe benefits (includes statutory and non-statutory contributions)
  • Long-term incentive awards
  • Short-term incentives — actual and target
  • Total cash — actual and target
  • Total direct compensation

Key workforce metrics:

  • % Male vs % female, % female, wage gap
  • Employee ethnicity
  • Employee tenure
  • Management span of control
  • New hire rates
  • Promotion rates
  • Retention rate
  • Revenue per full time employee (FTE)
  • Turnover — total and voluntary

Refine your search using database cuts by geography (country and city levels), industry segment, company size, and much more!

Industry Sectors Reported

  • Aerospace/defense
  • Computer/hardware
  • Consumer tech
  • Electronics
  • FinTech
  • Internet/E-commerce
  • Networking
  • Professional services/outsourcing
  • Semiconductor
  • Software/SaaS
  • Telecommunications

Featured Business-Critical Functions

  • Algorithm engineering
  • Cloud services
  • Consulting
  • Cybersecurity
  • Data storage engineering
  • Digital/social
  • Outsourcing
  • Software engineering – apps, UI, and mobile
  • Web design/development
  • More!

Additionally, workforce characteristics, talent flow, and compensation dashboards get instant insights into hiring rates, top performers, promotions, and much more.

With the module on labor cost modeling and the Geo salary differential calculators, you can design virtual organizations on the fly and estimate payroll costs in locations around the world.

  • Are we working in the most affordable locations?
  • What is our average global total labor cost? Per country? Per region?
  • What markets represent the lowest total labor costs to the company?

Mercer | Comptryx offers users the capability of analyzing the vast array of pay elements (base salary, total cash, etc.) and workforce metrics (turnover, hiring, promotion rates, etc.) in the online reporting tool. The analysis is available for market pay/metrics data and your own data and can be separated into multiple categories to visualize differences in data trends.

Trending functionality allows up to a 5-year historical analysis of pay elements for key jobs and changes in workforce composition. Trend analysis benefits for your organization include:

  • Workforce planning – How is the workforce composition of technology companies changing? Is our corporate goal of transitioning R&D staff to more affordable locations being realized? Has our average pay globally decreased as a result?
  • “Talent Traction,” turnover, and hiring – Has our strategy to tailor our compensation to better retain talent in key roles resulted in decreased turnover in the years since these programs have been implemented? Are our hiring vs. turnover rates changing in a predictable way that supports our headcount targets? How does our pace of attracting and retaining talent compare with that of our peers?
  • Age/generational analysis – Are there pockets in our population where a significant number of staff are trending closer to retirement age? Given that our management staff continues to comprise much younger employees as compared to the market, do we have enough experience in our management ranks to lead the company effectively?
  • Effectiveness of diversity programs – Has female representation changed in various roles/jobs in locations across the globe? Is the wage gap closing in our organization on a job-by-job and country-by-country basis? How effective have our diversity programs been relative to those of our peers?

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